I am a sole proprietor of an Adult Family home. I have 4
I am a sole proprietor of an Adult Family home. I have 4 full-time caregivers. 45 days ago I hired and began training a young woman who now reveals that she is pregnant and will require a scheduled C-section delivery and mandatory 12 week recovery period. I cannot operate without the position filled. She will not be able to complete the job description (heavy lifting, pt transfers). I want to dismiss her and find somebody who can commit to a year of service.
I am an educator and i am being promoted to administration
hi. i am an educator and i am being promoted to administration (NYC DOE). before i am approved they need to do another background check. the reason i am concerned is that my wife called the police on me once. she was acting crazy and wanted to take the children. i simply sat in my kitchen with my frightened baby, and said that she can do what she wants, but not get in a moving vehicle with our children. angered, she called the police. they came. i explained that i was afraid of what she would do and did not want getting in a vehicle with my children. they talked to her and took some information, namely that she and i were arguing, that she wants to leave me and me to leave the house, and that she wanted nothing further from the police. i did not do anything, was not charged and was told i was well within my rights to have my children at home; i mean i was just trying to protect them from her. there is however an incident report out there and i am stressing about it.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
I have an age discrimination case. Perhaps, not a strong
I have an age discrimination case. Perhaps, not a strong one. I resigned from my company,because I was getting abusive treatment, and did not want to endure the humiliation.After resigning, I asked for unemployment and received it.Now, the case is trying to settle. My company's defense is that I quit, and they said I wasa "valued" worker. I am wondering if this adds up. Why would a company readily acceptthe resignation of a "valued" worker, and then give him unemployment for a resignation.I understand that employees who resign are often pressured to resign, rather than havea "termination" status on their record. They could they get unemployment. But "valued"workers would be encouraged to stay on. I see my company's stance as a contradiction,an evidence of lying. Please respond.
I have just received a third written warning from my
I have just received a third written warning from my manager. In the write up, it mentions an email from July 19th. The manager has only been an employee for 2 weeks. I believe I am being targeted to be fired by the assistant lead. I am a 64 year old woman and the assistant is a 50 year old man. Everything was fine until he was hired last October. He ask one of my coworkers to spy on the rest of us and tell him what was said about him. I said to a coworker that I thought he was incompetent. That lead to someone keying my car twice on the same day. Nothing was done. I did file a Police report. Anyway, what can I do when the company fires me?
I am trying to create a new attendance policy with
I am trying to create a new attendance policy with occurences. my thoughts were to give 6 days for sick days a year plus earned vacation . ive seen it in which if you miss a day that is a occurence and i take one . im trying to figure out tardy , lates, leave early. no call etc. please if you know of a good policy that has been sucessful please let me . im in a customer service type field , hours are mon thru fri 8:30 until 5:00. im needing whoever answers this question has the answer and not just suggestions. i want to be fair but i also want to disciplione bad attendance . please let me no Discipline also,
I have an odd situation. I currently am employed by company
Hello,I have an odd situation. I currently am employed by company ABC. Company ABC provides outsourced services for company XYZ. Company XYZ has recently announced it is discontinuing the contract with company ABC.I am a member of their Senior "key management" team, but am under no specific contract restrictions.The client, company XYZ, has offered to pay bonuses to company ABC during the contract termination for company XYZ NOT to offer us alternative employment after the contract ends. This is due to company XYZ wanting to hire all employees and Senior Leadership to work directly for company XYZ without having competition of offers or loss of key management personnel.Can my company, ABC, really prevent me from being hired into a like/similar or vacant position internally so that I have to entertain an offer of employment from company XYZ? It doesn't seem fair to me. (Although may be perfectly legit, I'm just not sure)Kurtis
Was told by one of my upper management team I had been
Was told by one of my upper management team I had been disrespectful insubordinate and should be fired just to be made an example of, the yelling lasted about 30 minutes via phone. have email proof I did nothing out of normal company policy. I'm not the first person this has been done to, last gentleman fired and had a stroke shortly after. A year and a half ago the manager of my departments died of a heart attack at work, would just like yo know if it's worth finding a local lawyer to talk too about intentional emotional distress
We are working with a temp agency. They sent us their
Hi there - We are working with a temp agency. They sent us their agreement and we have a few questions:- They have their employee (who would be a temp with us) being paid overtime above 8 hours per day; they charge us 1.3 times their usual hourly rate for overtime and 1.6 times for double time. Is overtime legally required in a situation where the individual is the employee of the temp agency and a temp for us? We'd like to get out of this if possible but realize it may not be possible if overtime is legally required.- There are no confidentiality obligations for the company or the employee. Is it typical for the temp agency to have confidentiality obligations and require their employees to also have them? How should we document this in the agreement?- They disclaim all liability related to work quality/performance and limit all liability to the equivalent of the fees paid for the services. Is this typical? Should we push back to get them to back up the services they provide, at least to "provide services in a workmanlike manner in accordance with industry standard" and try to get the limitation of liability up to 3-5 times the fees paid?- This temp is in finance and the agreement limits him fro being authorized to render opinions on financial statements; sign his name on any opinion/audit/financial statement/etc.; or be ultimate decision maker on material decisions related to client's business. Is this typical?Thank you!